5MHR Part A: Analysis: How HR Support Organizational Performance

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Assigment – 5MHR Part A
How HR supports organizational performance
Marcelo Antunes

Although there is no consensus or an unique definition to the objectives and it can vary from country to country, business to business and organizations to organizations etc., HR with the purpose of supporting the delivery of the organisation’s strategy and objectives through management of people and performance is one of the main accepted definitions worldwide. This combined with HR functions that have gone beyond simply being the people function into overall performance , HR professionals with a complex set of competencies and supreme behaviors to guide the organizations to achieve the strategy, make the HR roles and responsibilities even more complex …show more content…

Lee presents the trust as a fundamental pillar to support organisations' foundation. And during the crisis times, when most of the individuals are doing their best to save their positions, somehow not really focusing on the best practices and requirements for the organisation’s longevity. At these times that politics, people connections, and alliances emerge as the core of the hidden agendas in the organizations, HR has to impose its principles and act as the role model to the whole organisation, impelling the values and principle that must guide the organisation throughout the easy and tough times.
This is one of the most important legacies HR can build for an organisation and, in the other hand, a huge challenge for the profession. The question “hovers in the air”, without a clear answer and as a reflection point to all HR professionals is if there is enough empowerment amongst all HR hierarchical levels to neutralize this effects that destroy the trust in the …show more content…

From HR Statistics, Key Perfomance Indicators, SLA’s, Balance Scorecard, HR Dashboard, ROI and moving to a more insight driven perspective the three Savvies (Taylor & Woodhams. CIPD 2012).
Several metrics were also incorporated to this data collection and analysis, such as Total Compensation Revenue Ratio , Human Capital Value Added , Revenue Factor etc. And the Balance scorecard, more than a tool to evaluate the HR contribution is a methodology that intends to help the organizations to cascade the business strategy and make it permeates through the departments and/or areas.
Indeed HR contribution to the business is out of question and has surpassed the discussion about its relevance. The tier of reflection has moved the profession to another stance on defining and proving how effective the contribution is, and this is main reason for a consistent HR

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